Top Senior HR Jobs

Implements HR programs and policies covering staffing, compensation, benefits, associate relations, learning, and performance management. Partners with leadership on recruiting, acquisitions, workforce alignment, employee relations, performance improvement, and training. Analyzes HR data, communicates policies, supports legal compliance, and serves as the primary liaison between associates and management. Manages professional contributors and typically travels overnight 20% to 50% of the time.

Designs, implements, and continuously improves enterprise talent programs, including performance management, talent reviews, succession planning, career development, and skills initiatives. Leads the Talent Programs team and partners with HR, Learning & Development, Employee Relations, HRIS, and business stakeholders. Drives change management, program adoption, leadership development, talent assessment, and succession processes while using analytics to measure effectiveness and inform talent decisions.

Partners with school leaders to improve performance, accountability, and adult culture across multiple sites. Coaches leaders through disciplinary and high-stakes conversations, manages complex employee relations investigations, and guides legally sound terminations. Designs and evaluates cultural interventions using retention, employee relations, and survey data. Oversees workers’ compensation, OSHA reporting, reasonable accommodations, compliance, and ethical AI integration. Frequent travel to KIPP SoCal schools is required.

Provides functional Workday support across HR processes, including configuration, troubleshooting, testing, reporting, audits, release management, and recurring HR cycles. Partners with HR and technology stakeholders to translate business requirements into Workday solutions, maintain data integrity, resolve system issues, and improve processes. Leads or contributes to enhancements and small to medium-sized HR technology initiatives while documenting procedures and guiding end users.

Serves as the primary HR partner for operational teams, advising leaders on workforce planning, organizational effectiveness, succession, change management, and employee relations. Leads performance management, investigations, talent reviews, organizational design, workforce transformations, and policy compliance. Partners with Legal, Talent Acquisition, Compensation, Talent, DEI, and HRIS teams to align corporate HR strategy with operational execution and improve engagement, retention, and leadership capability.

Provides consultative HR partnership to university leaders and employees. Manages talent acquisition, employee data, HR reporting, onboarding, employment eligibility documentation, job and compensation changes, policy compliance, performance management, and employee development. Advises managers, resolves HR inquiries, audits data, supports HR systems, and recommends process improvements while collaborating with HR leadership, benefits, and payroll.

Provides expert colleague relations guidance to healthcare leadership, managers, and employees. Handles complex workplace investigations, complaints, performance and disciplinary matters, accommodations, fitness-for-duty issues, compliance, and risk mitigation. Develops and monitors colleague relations programs, analyzes trends, recommends remediation, supports mergers and acquisitions, delivers training, and promotes fair, consistent workplace practices. Requires advanced employment-law knowledge, discretion, analytical ability, and collaboration across HR, legal, compliance, and management teams.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Leads onboarding, integration, productivity ramp-up, and shareholder pathway processes for newly hired physicians and advanced practice providers. Partners with clinical and executive leaders on provider relations, performance, retention, change management, compliance, and HR administration. Monitors milestones, resolves barriers, coaches leaders, manages FMLA and performance documentation, and recommends improvements to provider experience and organizational processes.

Provides HR support for multiple facilities, including payroll and benefits audits, terminations, performance review administration, investigations, background checks, onboarding, open enrollment, reporting, and process improvement. Trains junior HR coordinators and supports two additional sites remotely.

Lead regional and global HR rewards programs, including job architecture, job evaluation, compensation benchmarking, salary structures, pay ranges, annual merit planning, governance, compliance, and rewards analytics. Partner with HR Business Partners and senior business leaders to ensure competitive, equitable, market-aligned compensation across the region.

Serves as an HR site leader for a manufacturing facility, supporting employee relations, compliance, benefits, payroll, recruiting, onboarding, training, performance management, engagement, workforce planning, HRIS administration, reporting, and continuous improvement. Partners with managers and leadership on headcount, budgets, talent development, succession planning, investigations, and employment-law compliance. Supports a 24/7 operation and may work off-hours or weekends as needed.

Serves as a strategic HR advisor to business leaders, addressing people challenges, talent management, leadership development, employee engagement, workforce planning, organizational design, change management, and employee relations. Builds strong partnerships across functions, aligns people strategies with business objectives, supports communication and recognition initiatives, identifies skill gaps, and provides data-driven recommendations. Requires broad HR expertise, excellent communication, relationship-building, project management, and analytical skills.

Serves as a strategic HR partner to site and senior leaders, guiding workforce planning, organizational effectiveness, talent management, employee relations, labor relations, and change initiatives. Leads union and employee relations activities, coaches managers, oversees talent reviews and succession planning, analyzes workforce metrics, and develops people strategies aligned with business goals. Directly manages and develops HR Generalists while ensuring consistent HR policy administration and compliance with employment and labor laws.

Partners with store leadership across multiple locations to coach managers, resolve employee relations matters, conduct investigations, support hiring and talent development, guide performance management, ensure employment-law compliance, and strengthen engagement and workplace culture. Maintains employee records, supports leave and accommodation processes, participates in HR initiatives, and regularly works onsite at assigned stores.

Provides full-scope HR leadership across professional, technical, skilled-trade, shift-based, and multi-site workforces. Advises leaders, coaches managers, supports employee relations investigations, drives engagement and communication, leads succession, talent and compensation planning, and partners on workforce planning and talent acquisition. Supports organizational change, employee experience, compliance, and operational effectiveness. Requires quarterly travel to assigned sites nationwide.

Supports HR operations and contractor management for a remote organization, including onboarding, records, payroll preparation, training, performance reviews, client feedback, recruitment interviews, candidate coordination, and operational follow-ups. Maintains data across Zoho systems and spreadsheets, tracks deadlines and KPIs, prepares documentation, improves workflows, and escalates decisions requiring management approval. Requires advanced English, strong Spanish communication, interview experience, organizational skills, and at least three years of relevant experience.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Provides strategic and hands-on HR support to plant leadership and employees in a manufacturing environment. Responsibilities include employee relations investigations, performance management, workforce planning, talent development, employment-law compliance, HRIS administration, recruitment, onboarding, payroll support, engagement initiatives, and workforce metrics. The role coaches managers, advises employees, maintains confidential records, and partners with Payroll, Operations, and EHS teams to improve employee experience and organizational performance.

Leads all human resources functions for a fast-paced manufacturing facility. Partners with plant and operations leadership on workforce planning, talent acquisition, performance management, employee relations, engagement, succession planning, organizational effectiveness, change management, labor relations, and talent development. Builds manager capability, supports staffing and labor cost planning, strengthens retention, and leads internal communications and employee lifecycle programs.

Manages the Arkansas personnel function, including recruiting, employee relations, compensation, payroll, benefits, workers’ compensation, safety, compliance, training, and employment security. Advises senior management on HR matters, oversees performance management and employee relations, administers benefits and payroll, directs HR staff, and manages reception and mailroom personnel. Ensures employment practices, safety programs, wage structures, organizational development, and government reporting remain compliant and effective.

Manage Red Bull North America's HR compliance and immigration programs. Ensure adherence to employment laws, maintain policies and records, prepare regulatory reports, support audits, deliver compliance training, and advise employees, managers, and leadership. Coordinate visa sponsorship and immigration cases with external counsel, manage related budgets and vendors, and improve processes. The role requires strong knowledge of U.S. employment and immigration regulations, project management, organization, communication, and analytical skills.

Partners with business leaders and employees on HR programs, employee relations, talent management, performance, succession planning, organizational transformation, and manager coaching. Acts as a liaison between business groups, People Services, and Centers of Expertise; leads recurring HR processes and projects; uses workforce data and dashboards to identify trends; and delivers consistent, strategic HR support in a global, matrixed environment.

The HR Manager oversees multi-state HR compliance, employee documentation, benefits administration, leaves of absence, reasonable accommodations, workers’ compensation, safety records, employee relations, and HR operations. The role administers Paylocity, audits HR data, prepares reports, supports onboarding and offboarding, advises employees and managers, and coordinates with vendors, brokers, carriers, and legal counsel. Strong knowledge of California employment law and experience managing sensitive matters, compliance deadlines, and HR programs are essential.

Leads statewide HR operations across Alabama laboratory locations, overseeing recruiting, onboarding, training, performance management, employee relations, benefits, HRIS, payroll, compliance, policies, and HR metrics. Partners with executives, managers, employees, recruiters, and agencies while ensuring employment-law, OSHA, affirmative-action, and workplace compliance. Manages employee records, benefits claims, separations, corrective actions, and HR technology systems. Requires strong judgment, communication, organization, confidentiality, and hands-on HR leadership.